WTF? You Invite Me to Belong Then Ask Me to Leave?

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What It’s About: The title draws attention to somewhat of a confusing paradox. Organizations and teams that are leading the way in terms of performance and engagement, are investing in belonging and psychological safety. At the same time, these groups are rapidly changing membership. Often, this involves team members leaving both voluntarily and involuntarily. Is it possible to maintain integrity at all levels in this context? I think it is, and I also believe it’s necessary.

So What?: It’s important that psychological safety/belonging, and job security, are NOT to be conflated/confused. They are NOT the same. If we’ve learned anything from this whole pandemic situation, no one has job security. Conditions requiring massive restructure for survival can happen overnight. At the same time, ALL of us should expect to work in a psychologically safe environment. We should be able to bring our authentic self to work and fully contribute in imperfect ways, without fear of repercussion. While it may feel hurtful, we need to know that our membership is subject to rapid and often unexpected change. One day we may be asked to take on a different role, or to leave altogether.

Now What?: Both organizations and workers need to change mindset, policies and processes.

For Management:

Organizations need to make it challenging for people to enter, and ensure people think about their last day, on their very first day. It should be clear that unless something egregious happens, they are now invited to be alumni for life. Outline the benefits of being an alumni.
Explain that every assignment in the organization is TEMPORARY, including the CEOs. Outline what the leave process/system is in the event the organization has no ongoing role. (Some organizations like Amazon, are signing four year contracts with key people).
Make leaving an honorable, and always positive experience. Management must not use this policy to be cavalier in dismissing people, or as a lazy excuse for not investing in people development.
In the intervening time, invest in belonging and develop the person as much as possible. Expect the employee to have a growth mindset

For Workers:

Join with a mindset of knowing that your involvement is temporary ,and may last weeks, months or perhaps many years.
Grow your total person and skill set as much as possible during your tenure with the company. Take positive advantage of every opportunity offered. Do not settle into a routine, or think you or your job is indispensable.
Create a lasting legacy of contribution. Invest in relations with teammates as if they are lifetime friends. If you’re sincere, many will become just that.
Leave with dignity and far richer from being with the organization. Do NOT resist belonging because of the word temporary. If we stand back and think about it, literally nothing in life is permanent. However, what we do and how we do it often is. Belong and give with joy, celebrate demarcation points, and be prepared to bring that wonderful gift of contribution elsewhere too.

Think Big, Think Differently, Start Small, Act Now,

- Lorne

One Millennial View: Could you imagine if we all did this? Us Millennials seem to either think we’ll be somewhere forever, or somewhere for a short while, and aren’t the best at making real emotional connections at our places of work. But what if we encouraged ourselves to get a real sense of belonging? Even if we only physically belong for a short time, like on a resume, it’s inked in forever.

- Garrett

Edited and published by Garrett Rubis

WTF? You Invite Me to Belong Then Ask Me to Leave?

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